Recruit ‘Passive’ Candidates, Too

by WOHe

Recruit ‘Passive’ Candidates, Too

In today’s competitive labor market, kitchen and bath companies
need to find candidates wherever they can. It can be frustrating
trying to find potential hires from the relatively small pool of
active job-seekers, especially since many of those applicants may
be frequent job-changers, or simply less qualified. 

As a result, many employers today are looking at pulling
“passive” candidates into their recruiting processes, employment
experts say. “Passive” candidates are those workers who are willing
to take a new position, but are not actively seeking one.

A survey of more than 3,000 professionals and executives by
online recruiter revealed that 53% of these potential
job candidates are happily employed, but 36% are open to obtaining
a more desirable new job within the next six months; the survey
also found that 9% are employed but are actively looking for a new
job, and 2% are unemployed and actively looking for a new job.

Employers need to develop solid strategies for tapping into this
“employed-but-open-to-a-new-job” segment of candidates, since it’s
three times larger than the active job-seeker segment. Some

  • Although most companies think of their brand or corporate theme
    as a tool for dealing with customers, it’s also a powerful tool for
    attracting new employees.
  • Employers should use messages that convey positive workplace
    and job attributes. Employ-ment advertising that focuses on
    positive aspects of the working environment, as well as
    opportunities for personal growth, is most appealing to
  • You must provide an environment in which potential growth is
    dynamic and feasible. Highly
    motivated candidates want challenge and reward. Talent also wants
    to be committed to a company with a clear strategy for the
  • Competitive times call for broader vision and creativity. You
    may want to look to a professional search company, even if your own
    company is small. A professional recruiter can find candidates who
    are on the rise. Screen the recruitment firm as carefully as you
    would any other hire, though. Get references and check on recent

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